“I want to be the bridge to the next generation.”

~ Michael Jordan

As business leaders, one of our constant challenges is to build relationships between employees of various interests, abilities, and skill sets.  This also includes employees of different generations. Recently, the relationship between Baby Boomers and Millennials has received a lot of attention and stereotypes about each generation’s work habits and priorities have emerged. For example, the expectation is that Millennials are tech savvy while Boomers are reluctant to use technology. In many cases, this is untrue.

However, it is a perfect mentoring opportunity: a chance to build relationships between generations instead of cutting each other down. Why can’t Baby Boomers and Millennials work together to build something great instead of focusing on their differences?

Not a New Problem

The tension between generations in the workplace is not a new problem. The use of technology in the workplace – ranging from the use of telephones as a new way of communication to the reliance on computers for daily tasks – has been a source of tension in the workplace over the past century.

However, a trend that we are seeing recently makes these tensions more acute. Due to the financial meltdown beginning in 2008, more Baby Boomers are staying in the workforce for a longer period of time. This is highlighted in a 2015 study, which shows that for the first time in history there are four distinct generations in the American workforce: Baby Boomers, Generation Xers, Millennials, and Post-Millennials. How do we get all these people, with different skill sets and priorities, working together in an efficient and harmonious way?

Bridging the Gap

One of the best ways to get the generations working together is by providing various opportunities for people to get to know one another in formal or non-formal settings.

Approximately 75 percent of Fortune 500 companies have formal mentoring programs. Structured mentoring programs have proved to be beneficial, showing a quicker acclimation time for new recruits and lower employee turnover overall. One unique aspect of cross-generation mentoring is that it happens on a level playing field, with each party brining a unique set of skills to share with the other party. For example, when a Baby Boomer and Millennial are mentoring one another, the Baby Boomer can share her experiences while the Millennial is sharing his technology skills. The mentoring relationship is not a top-down process.

Other ways business leaders can bridge the gap between employees of different generations is by:

  • Creating opportunities for employees to get to know one another outside of the office setting. Examples include weekly lunches, happy hours, and volunteer projects.
  • Create teams that represent everyone: when you create diverse multi-generational teams, you will end up with more innovative ideas that represent a range of interest.
  • Use technology as a way to connect employees in different offices (nationally or internationally) who would not otherwise have a chance to collaborate and share ideas.

Need more ideas on how to bridge the generation gap in your workplace? Contact DeSantis Trusted Advisors for more ideas.